Negotiations Updates
Negotiations Update - SRVUSD and SRVEA- Session 9 - march 31, 2026
posted Apr. 1, 2026Negotiations Update - SRVUSD and SRVEA- Session 9 - march 31, 2026 ![]()
posted Apr. 1, 2026
Negotiations Update - SRVUSD and SRVEA- Session 9 - march 31, 2026
The District and SRVEA convened the ninth session of successor negotiations for the 2026–2029 Agreement. During this session, the parties discussed various topics and exchanged proposals. Below is a factual summary of the discussion points and links to any proposals exchanged between the parties.
The parties discussed the following topics:
- MOU High School Common Bell Schedule Joint Working Group
- Personal Learning Initiatives (PLIs)
- MOU: Medical Billing
- Leaves
- Job Shares
- Benefits
- Personal and Academic Freedom
- Hours of Employment
Tentative Agreement Reached - HS Common Bell Schedule Joint Working Group MOU
The parties reached a tentative agreement on an MOU High School Common Bell Schedule Joint Working Group.
The Parties agree to establish a Joint Working Group to research the feasibility of a common high school bell schedule and if agreed, design and recommend models for implementation in the 2027-28 school year.
The Joint Working Group shall consist of thirty-three (33) members in total, to ensure balanced and comprehensive input representation.
Twenty-four (24) SRVEA members:
- Four (4) high school teachers from each of the comprehensive high schools (for a total of 16 teachers)
-
- One representative from each school must be from special education.
- One representative from each school must be from an elective program.
-
- One (1) alternative education teacher
- Five (5) high school counselors (one from each of the comprehensive high schools and one from alternative education).
- Two (2) representatives of SRVEA leadership or their designee(s)
Nine (9) Administrators:
- Five (5) high school administrators
- Four (4) district administrators
The Joint Working group shall:
- Research and analyze current bell schedules, instructional time requirements, contractual workday requirements and master schedules across all comprehensive high schools and alternative education programs;
- Develop common bell schedules that achieve alignment across all four comprehensive high schools and support concurrent enrollment options for alternative education;
- Collect feedback from the school sites to determine the feasibility of implementing a common bell schedule and potentially;
- Recommend one common bell schedule for comprehensive high schools and a schedule for alternative high school to SRVEA and District bargaining teams for formal review and discussion.
-
-
- Any developed common bell schedule must be brought forward to the SRVEA membership for consideration for implementation
- SRVEA membership will be surveyed prior to formal negotiations
-
Timeline:
- By April 2026: Selection of Joint Working Group members
- April 2026 - September 2026: Joint Working Group convenes to research and draft 2-3 model bell schedules.
- By September 2026: Presentation of model bell schedules to SRVEA and District bargaining teams for formal review and discussion.
- By October 2026: SRVEA and the District will jointly survey high school staff regarding the implementation of the common bell schedule models presented.
- By November 2026: If there is an agreed upon model bell schedule for implementation, the parties will enter into negotiations on the impacts and effects. If there is no agreed-upon model bell schedule for implementation, the parties will enter into formal discussions regarding any proposed alternatives based on the work group’s recommendation(s).
- November 2026- June 2027: If there is an agreed-upon bell schedule, planning for implementation of the selected model.
-
- Start of the 2027-28 school year: Full implementation of the adopted common high school and alternative high school bell schedule.
- Negotiations will commence for inclusion in the SRVUSD-SRVEA Collective Bargaining Agreement to memorialize this MOU.
-
District Proposals to SRVEA - March 31, 2026
The District provided proposals to the SRVEA team on the following articles (the below are brief summaries and not inclusive of all aspects of the proposals provided):
Employee Contribution Contingency- Retired Employee Benefits Plan and Trust
- In any fiscal year in which the negotiated salary schedule(s) increase is zero (0) percent, there will be no contribution made to the Retiree Benefit Plan and Trust.
- Any required employee contribution that would otherwise have been made in a fiscal year with a zero (0) percent ongoing salary schedule increase shall be deferred and trued up in the immediately succeeding fiscal year in which an ongoing salary increase greater than zero (0) percent is applied to the certificated salary schedule(s).
- Academic freedom of unit members is essential to the fulfillment of this policy. It is mutually recognized that such academic freedom carries with it professional responsibility and shall be exercised consistent with state and federal law.
- Unit members shall present all known sides of controversial issues and shall not utilize their positions to influence students with their personal, political, social, and/or religious views.
- Unit members shall be responsible for determining and assigning student grades in accordance with standards for grading as established by the District, in accordance with §49066 and §49067.
- The District acknowledges and agrees that any changes in Board Policy or Administrative Regulations related to grading which impact a mandatory subject of bargaining under the EERA, will trigger effects bargaining between SRVEA and the District.
- Prior to implementing any new grading requirements, the district shall provide adequate professional development, planning time, and resources.
- Any changes to grading practices shall include a timeline developed collaboratively with SRVEA.
- The personal life of a unit member, including their religious and political views and personal activities, is not an appropriate concern of the District for purposes of evaluation and disciplinary action unless such conduct adversely affects the unit member’s ability to perform assigned duties.
Beginning in the 2027-28 school year, Extended Day Kindergarten (EDK) will be implemented at all elementary schools under the following conditions:
- The Kindergarten bell schedule will be Monday, Tuesday, Thursday, Friday 8:00 a.m - 2:00 p.m., Wednesday 8:00 a.m. - 12:00 p.m.
- Kindergarten teachers will participate in District-provided (2) professional development days focused on play-based instructional models.
- Kindergarten teachers shall receive 200 minutes of preparation time per week, consistent with teachers in grades 1–5.
-
- Preparation time shall occur within the site bell schedule, following Kindergarten student dismissal.
-
- Staffing allocations for Kindergarten shall remain consistent with Article XV, Section B.
- The implementation of EDK shall not require additional core curriculum to the Kindergarten program.
- Each kindergarten teacher will be assigned a dedicated classroom space. Classrooms will include age-appropriate and developmentally suitable furnishings and supplies to support the EDK program.
Adjunct Duties and Supervision
- School nurses are not required to perform supervision duties as they must be available for student needs.
- Principals will work collaboratively with site leadership to develop a plan when students are unable to go outdoors (rain, excessive heat, poor air quality).
SRVEA Proposals to SRVUSD - March 31, 2026
SRVEA provided proposals to the District team on the following articles (the below are brief summaries and not inclusive of all aspects of the proposals provided):
- Revenue generated through the District’s participation in medical billing programs will be reserved to support certificated non-management positions: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- Professional development will be offered during the remainder of the 2025-26 school year to all CYBHI providers that volunteer to participate.
-
- Participants may attend a maximum of three hours of professional development training.
- Training will be one hour in length, offered one time per month in April, and May and held outside of the regular work day. One three hour training will be held on June 9th.
- Staff members will be compensated at the non instructional hourly rate for any time worked outside of their regular work day, retroactive to the initial implementation.
-
- Before May 15, 2026, the District and SRVEA will solicit volunteers to engage in a comprehensive pilot for the 2026-2027 school year.
-
- No later than January 15, 2027, the District and SRVEA will review pilot data to determine adjustments for the 2027-2028 implementation year.
- In order to gather data and information regarding the effectiveness of the program, at least 40% of all eligible CYBHI providers will participate in this pilot.
-
- During the 2027-2028 school year, participation will be required for all Social Workers, Counselors, Student Support Counselors and School Psychologists unless pilot data warrants a discontinuation of the program.
- During this pilot, a unit member’s participation or documentation shall not be used as a basis for:
-
- Evaluation- including formal or informal observations, ratings, goals, or comments;
- Discipline- including verbal or written warnings, directives, or corrective actions;
- Any adverse employment consequence- including workload assignment, caseload determination, scheduling, access to materials or supports, eligibility for stipends, or consideration for leadership opportunities.
-
- Staff will obtain a National Provider Identifier (NPI).
-
- Individual providers own and retain exclusive control of their Type 1 NPIs.
- The District and any third-party billing administrator may use an employee’s NPI only for services actually rendered by that employee, within their licensed scope, and only for CYBHI billing purposes.
-
- To support the successful transition to this new documentation process, participating unit members will be compensated a stipend in the amount of $2000 during the 2026-27 and the 2027-28 school years. In lieu of the stipend, participating members shall have the option to choose one release day per month for the duration of the pilot. The decision may be made after training.
Association Leave:
- The District shall grant up to full-time release for the Association President and Vice-President from regular duties upon notification by the Association.
- The Association President and Vice-President shall receive compensation, benefits and leave accruals as a regular full-time bargaining unit employee. When on a full-time release for Association Leave, the Association President and Vice President shall advance on the applicable salary schedule in the same manner and to the same extent as if actively employed in a full-time assignment.
- The Association shall reimburse the District for all salary and benefit costs in an amount equal to the rate of the lowest paid temporary employee in the District as of the first day of school annually.
- The Association shall reimburse the District for all salary and benefit costs associated with the Vice-President release time, in an amount equal to the rate of the lowest paid temporary employee in the District as of the first day of school annually.
- Job-shares shall be approved on a year to year basis, for a maximum of five (5) consecutive years during a bargaining unit member’s employment with the district.
- Bargaining unit members shall not be required to resign in order to enter into a job share agreement.
- Extensions beyond the five year limit may be approved.
- A bargaining unit member who desires to dissolve their job share agreement early is entitled to only the portion of their reduced tenure. Full time employment is not guaranteed.
- Bargaining unit members who have expressed a desire to return to full time employment after an extension shall be considered to have requested a transfer under the provisions in Article XXVIII after all other full time bargaining unit members have been placed.
- While in a job share arrangement, each continuing permanent unit member will be placed on an unpaid leave of absence for the FTE of their prior assignment to participate in the job share.
- Bargaining unit members returning from a job share in the prior year shall be returned to their full-time equivalent (FTE) position for which they hold employment rights. Placement shall occur at the employee’s current site based on site seniority. If no appropriate full-time position is available at the current site, the member shall be placed in an open full-time position at another site based on district seniority.
- If one partner is unable to fulfill their job share arrangement at any time during the agreement, the job share will be considered terminated and B.2 above will be implemented.
Next Steps
The next session of negotiations is scheduled for April 30, 2026.
Representatives in Attendance for this Negotiations Session
San Ramon Valley Unified School District |
San Ramon Valley Education Association |
|
|
View previous negotiation session summaries with each of our Union partners.
 |
 |
 |
|
California School
Employees Association (CSEA)
|
Service Employees
International Union (SEIU)
|
San Ramon Valley
Education Association (SRVEA)
|
|
|
||
|
|
||
|
|
||
|
|
||
|
|
||
|
|
||
|
|
If you would like to review additional information regarding the process, documents, resources, and iterations of the budget reduction plans, you may view those here:
